A correct example of drawing up a work plan for a probationary period for an employee

Legislation

Article 70 and Article 71 of the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation) regulate the issues of testing and test results when hiring.

The probationary period cannot be more than 3 months , if you do not take into account certain categories of employees.

For management positions (head of the organization, chief accountant or their deputies), a maximum period of 6 months .

The law established a ban on establishing a probationary period for the following persons and situations:

1. persons who were selected based on the results of the competition;
2. women who are pregnant at the time of employment or who have children under 1.5 years of age ;
3. underage ( 18 years old );
4. when entering a job to fill a position in a specialty within 1 year after receiving education;
5. persons who have been elected to a paid position;
6. accepted on the basis of translation;
7. if the employment contract is concluded for a period of no more than 2 months .

To establish a probationary period, the employer must develop and approve regulations on the procedure for completing the probationary period.

How to develop and approve the Probationary Period Regulations + sample for downloading

During the probationary period, the employer evaluates the professional qualities of the worker and gives an objective assessment of his work. The trainee, in turn, gets acquainted with the production features of the company.

Establishing a test is a topic that requires special attention. If an employed citizen is attracted by management to work of this nature, this point must be reflected in his employment contract. Is it necessary to secure information about the internship with any internal documentation, for example, the Probationary Period Regulations? This will be discussed in this article.

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Is it necessary to have a Provision on passing a test when hiring for a job?

The need for a company to have a probationary period provision is not defined at the legislative level. In other words, this document is not mandatory. His absence does not threaten the employer with any consequences.

Practice shows that it is still worth having the previously mentioned Regulations. Although the documentation is only a recommendation, in some situations it will help solve a number of problems. For example, when controversial situations arise. These may appear when the employment relationship is terminated during the trial.

The information contained in the Test Regulations should not contradict the standards specified in the Labor Code of the Russian Federation. In particular, special attention is paid to Article 70 of the Labor Code of the Russian Federation. It contains all the nuances related to this topic.

It should also be taken into account that the content of the document should not infringe on the rights of the worker. Otherwise, if controversial situations arise, the employee can seek help from higher authorities. If the fact of infringement of the employee’s rights is confirmed, the document is invalidated. That is why it is so important to approach its design with special attention.

How to draw up and approve?

Due to the fact that a document of this nature is not considered mandatory, there is no uniform template for filling it out. Consequently, each company can develop its own sample Regulations.

The document structure most often looks approximately the same. It includes several parts.

This type of information may include the following:

• full name of the employing company;
• date and place of preparation of documentation;
• document's name;
• the person responsible for compliance with the standards specified in the Regulations.

There should also be links to articles of the Labor Code of the Russian Federation or other regulations on the basis of which the Regulations were drawn up. Also, the general provisions of the document indicate the goals of its creation and the tasks that can be solved with its help.

This paragraph reflects all the nuances regarding the probationary period:

• its duration;
• the procedure for passing the test (is it necessary to establish a test during translation?);
• conditions for dismissal (possible reasons for the need to carry out this action) - how to dismiss an employee if he has not passed the test.

Most often, the following factors are the reasons why an employee may be dismissed after completing a probationary period:

• repeated delays;
• violation of safety regulations and production discipline;
• provoking conflict situations.

1. Conclusions and applications.

Forms of documents to be filled out may be attached to the Regulations. For example, these include an assessment sheet, which is filled out based on the results of the test, or the characteristics of a specialist. The task plan for the duration of the test and the result of its implementation can also be located here.

The Regulations must also provide a sheet containing the initials, position and personal signature of the persons who have become familiar with it. This moment will confirm that the employee is aware of the existence and knows the essence of the document.

The completed Regulations must be agreed upon with a lawyer. It is important that the information contained in it does not contradict labor legislation and does not violate workers’ rights. The final stage of the document entering into force is its approval by the employer. For this purpose, the director of the company must issue an appropriate order.

Work plan for probationary period

To check the suitability of the hired person’s skills for his position, the employer has the right to draw up a test work plan.

The main objective of the plan is to identify the skills that are necessary to successfully perform job responsibilities.

The program, work plan for the probationary period is a document with a table, the columns of which provide for the person to complete the assigned tasks.

The compilation of the table is mainly carried out either by the employer’s personnel officer or by an employee who has experience in the subject’s field of activity.

As a rule, the plan is drawn up for one month, individually for each person, but can be extended for the entire duration of the trial.

The following information must be included in the plan:

1. Personal information of the accepted person indicating the work unit and position;
2. Probation period;
3. Information about the person who will monitor the implementation of the plan;
4. List of tasks to be performed;
5. Lead time;
6. Expected result of activity;
7. Actual result;
8. List of comments (if any).

The work plan for the probationary period must be presented to the employee for review.

Please note that the list of tasks included in it must correspond to the job responsibilities of the person.

Regulations on the procedure for passing the probationary period

Completion of the probationary period is recorded in Article 70 of the Labor Code.
In accordance with this article, the new employee is assigned all rights during the probationary period.

Many enterprises that have existed for more than a year have regulations on the procedure for passing the inspection period.

The position represents an algorithm of action for the subject. This document includes the following sections:

1. general provisions, which include the definition of the probationary period, its purposes, duration, the possibility of early dismissal in accordance with Article 71 of the Labor Code, further actions after its end.
2. Probationary period procedure. It specifies what the test taker must do on his first day of work. His familiarity with the job description, the workplace. A supervisor is appointed who will assist the new employee during the inspection. If the subject is a leader, then he gets to know his subordinates.

It is not possible to involve already hired and working employees in the audit. To understand how to pass a probationary period at work, you need to have a clear understanding of what stages it consists of. More on this later in the article.

Test problems

To test the candidate’s knowledge and professional skills, the employer must set appropriate tasks for him during the probationary period.

Such tasks must coincide with the person's main job responsibilities, be consistent with his position, and must be easily assessed.

Often, during the probationary period, the employer gives several tasks that help evaluate the candidate’s skills in a comprehensive manner.

Below I will give a simple example of what a task might look like for a test subject.

If we are composing a separate document, then in the header we can indicate the following:

1st category engineer Gromovy I. A. A probationary period is established from 10/12/2003 to 12/12/2003

Next comes the header:

Probationary assignment

And a block with tasks:

During the probationary period, the employee must learn: - Computer-aided design system. The employee must solve the following task: - Design part No. 123.

At the end of the document the manager is indicated and signed:

General Director of GRZM Invest LLC Frolov D.Sh.

Example

A probationary period is established from 10/12/2003 to 12/12/2003

During the probationary period, the employee must study: .

In the last week of the probationary period, a commission consisting of the head of the unit, the director of the department and a specialist in training and personnel development conducts an exam, based on the results of which the quality of mastering the material is determined.

The employee must solve the following tasks: .

For each task, a clear criterion for successful completion must be defined.

For example

, draw up your job description. The task is considered completed if, by the end of the probationary period, the proposed instructions are approved in accordance with the procedure adopted by the company.

For example

, set up computer equipment and local network. The task is considered completed if by the end of the trial period the equipment and local network are operating stably.

For example

, make a sale for a total amount of 200,000 rubles. The task is considered completed if, by the end of the probationary period, prepayment on contracts for the specified amount or more is received.

The employee must demonstrate the following qualities and fulfill the following requirements: .

For example

, for an operator, productivity should be 200 documents per day, the number of operational errors should not exceed 1%. The assessment is carried out by the operational control service.

The employee must demonstrate the ability to work in a team.

Teamwork ability is assessed by the team. Each employee who interacts with the subject as part of his or her job responsibilities will be required to rate his communication abilities on a five-point scale by secret ballot. Based on the assessment, the decision is made by the immediate supervisor.

The employee must comply with the work schedule and regulatory documents of the company.

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Passing a hiring test may be one of the conditions for filling a vacant position in an organization. In this regard, it is necessary to know what procedure for passing the test is provided for by law and what documents are drawn up during this period.

The task of employee adaptation

In addition to the fact that the main objective of the test is to identify the qualities of a new employee, it should be noted that during this period his adaptation to the working conditions and the team also occurs.

In this regard, during the adaptation period, one of the following persons should be involved in monitoring the work:

1. Immediate supervisor;
2. Curator (if one was assigned to the employee);
3. Mentor (if there is one in the organization);
4. Observer.

What observers should pay attention to during the adaptation period:

1. The ability to quickly master various skills, the degree of his learning ability;
2. On the quality of execution of the tasks assigned to him;
3. The desire to quickly correct mistakes;
4. To comply with labor discipline and internal regulations;
5. Ability to cope with emerging difficulties and stress;
6. The person’s communication skills and ability to communicate with the rest of the team.

Certification based on test results

Certification is one of the options for completing the test for the applicant.

Certification is permitted only if the enterprise has adopted internal regulations containing:

• provision on the need to carry it out,
• the categories of employees in respect of whom it can be carried out are indicated,
• period,
• other requirements for the procedure.

There are several forms of certification:

1. Oral . It is an interview conducted individually or as part of a committee. During the interview, the candidate is asked questions related to his job responsibilities and his answers are heard. Based on the results, a decision is made;
2. Written . Carrying out this form of certification involves testing a person;
3. Mixed . It is an oral interview with mandatory written answers to questions.

It must be said that the candidate must be familiar in advance with the criteria established in the organization for assessing the results of certification.

As a rule, the assessment of the results is established on the basis of the complexity of the certification work itself, as well as the list of responsibilities of the employee himself, established by the job description.

It is possible to accurately determine the result of the work performed by an employee only if the agreement with him defines a specific list of his responsibilities.

If, based on the results of the certification, a person is recognized as unsuitable for the position held, but the scope of his duties is not determined by agreement, such a decision is the basis for applying to the court.

Legal basis

In employment agreements, if a probationary period is established, an indication of it is made. At the same time, you should specify how long it lasts. When a company has been on the market for more than a year, most often it has its own developed algorithm for testing the skills of employees during a specified period of time. For this purpose, management draws up a special act. Labor legislation indicates certain categories of employees for whom it is not permissible to establish such a period. These include:

• women who are pregnant;
• citizens who have not reached the age of majority;
• employees who are transferred to the company from another organization or structural unit;
• persons who were hired under the conditions of a competition.

In addition, these rules may apply to other categories of citizens.

Test results

The use of test results after its expiration is regulated by Article 71 of the Labor Code of the Russian Federation .

If the probationary period is not completed, the employer has the right to terminate the employment relationship with the applicant.

When making such a decision, the employer is obliged to notify the employee in writing.

The notice is sent no later than 3 days before the date of termination of the relationship.

Failure to comply with this procedure is grounds for appealing the decision to court.

In case of termination of relations during the trial period, the opinion of the trade union, if there is one in the organization, is not taken into account and severance pay is not paid.

It should also be noted that if, in the process of fulfilling his duties, the applicant comes to the conclusion that the job is not suitable for him, then he also has the right to terminate the relationship at his own request.

In this case, the employee is also obliged to notify the employer no later than 3 days before the date of termination of the contract.

Initial testing stage

It is important that the testing period begins from the first day a citizen starts working in the company. It is unacceptable to apply this period when a person has already worked for a company for some time. The procedure for completing the probationary period does not provide for the need to perform certain actions. During this time, a person must conscientiously fulfill his work responsibilities and comply with the requirements of the company’s management.

Initially, you need to carefully read the provisions of the job description. This is necessary in order to prevent violations during work. In addition, it is acceptable to ask for advice from those who have been working in the company for a long time. If someone criticizes a citizen, then it is best to listen to him and then begin to correct the shortcomings. An individual testing program is created for each person. This act reflects the exact tasks assigned to the employee.

Test report

Writing a report on the results of a test is not used so often in the modern world. Practice shows that for most organizations this is necessary.

The information included in the report reflects the candidate's ability to, if possible, work in a position with the organization on a permanent basis.

The report must be completed by a person who has been assigned as a curator or mentor, as we discussed above.

The basis for drawing up the report is the probation plan (see above), which indicates the main tasks.

The report should reflect information about how the applicant coped with the tasks assigned to him during the test period, whether there were errors in his actions and how they were corrected.

When filling out the report, it is recommended to use a point scale, which allows you to most objectively reflect the results achieved.

The law establishes a period within which the report must be prepared. It must be ready no later than 2 weeks before the end of the test period.

In addition to the report, the employee’s supervisor draws up a conclusion, which is also an integral part of all documentation about the test.

This document summarizes the information included in the probation report, characteristics and may take the form:

1. Order;
2. Analytical note;
3. An act drawn up by the commission.

An organization may establish a form of conclusion by internal act. When such a form is not established, the conclusion is drawn up in a free form, which indicates:

1. professional competence of the person;
2. obligatory;
3. diligence;
4. ability to plan work;
5. quality of work performed;
6. compliance with labor regulations;
7. ability to collaborate with other employees.

Development of a personnel adaptation system for a holding company

A report on completion of the probationary period is generated several weeks before the end of the inspection period. The results of the probationary period are assessed according to the following criteria:

• quality of work performed;
• level of professional training;
• ability to work together;
• independence in completing tasks;
• the ability to bring work to the final result.

Based on this report and personal observations, the new employee’s boss draws up a testimonial for him during the probationary period. Together with the report and characteristics, a conclusion is written by the HR manager. It should summarize the performance results during the review period. The employee must be familiarized with the conclusion after completing the probationary period. This must be done if the subject fails the test and will be dismissed.

Characteristics of the employee after the test

Characteristics are another document drawn up based on the results of passing a test when applying for a job and compiled by the applicant’s supervisor.

The specification must include the following information:

1. name of company;
2. a person for whom a probationary period has been established, indicating his personal information;
3. information about the position and structural unit;
4. test period;
5. the length of service is indicated (if any);
6. information about the curator;
7. information about the tasks that were assigned to the person during the test period;
8. conclusions and comments of the manager.

The conclusions indicate what the employee did during the test period, whether the employee coped or failed to cope with the tasks assigned to them.

What tasks are set?

It is important to take into account that it is permissible to set tasks for a citizen that fully meet the responsibilities assigned to the person by position. You also need to pay attention to ensuring that the test results have an objective expression.

In addition, it is necessary to take into account the fact that a citizen needs to undergo adaptation in a team environment. This indicates how quickly he can integrate into a well-established working family. Experienced employees need to support new employees and not leave them in difficult situations.

It is envisaged that the functions of monitoring and controlling a newcomer may be assigned to:

• direct management;
• mentor;
• curator;
• observers.

In addition, the company may create commissions that have the specified functions. However, this practice is used in companies with large staff.

Actions of the employer upon completion of the tests

After the probationary period has ended and all the necessary documentation about the employee passing the test has been prepared, the employer must decide whether the employee was suitable for him.

When an employee, after the end of the probationary period, continues to work in the organization, this means that he has successfully completed the assigned tasks for the probationary period.

Additional registration of the employee after the probationary period is not required.

However, a person hired does not always successfully complete the probationary period. In this case, the employer must prepare a written report on the completion of the test.

Next, the employee must be familiarized with the results (the fact of familiarization is confirmed by his signature). When an employee refuses to sign, a report is drawn up.

When the basis for termination of the contract is the initiative of the employer, the order must indicate the reasons for termination of the employment contract. The reason for dismissal of an employee is failure to pass the test.

When the trial is terminated before the date established by the agreement, the employer is obliged to issue an order to this effect. The employee should be informed of the decision to end the probationary period.

Structure

It is necessary to indicate from what date and until what date the probationary period is established.
The probationary period assignment must contain clear, measurable requirements for the employee. All assigned tasks must have a deadline.

The employee must clearly understand what personal and business qualities he must demonstrate to successfully complete the probationary period.

Criteria for evaluation

The task for the probationary period must describe how the solution of problems, fulfillment of requirements and manifestation of qualities will be assessed.

It’s good when the assessment is carried out collectively. This increases the objectivity of decisions made and reduces the likelihood of claims and accusations of bias.